Дисертації: "Organisational contexts"

1

Herfurth, Lorenz. "Organisations as artefacts : an inquiry into hidden design activities within situated organisational contexts." Thesis, Lancaster University, 2016. http://eprints.lancs.ac.uk/86225/.

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The overall aim of this PhD is to provide insights into the hidden and socially-distributed design activities and behaviours through which members of an organisation contribute to its shape. How do those who are part of the organisational artefact contribute to the design of the artefact? Looking at an organisation as an artefact on the one hand acknowledges the human-made process that brings organisations into existence and the possibility that an organisation is a product of human action. On the other hand it raises questions with regard to the properties of this artefact and the design activities that lead to its existence or influence its development. A paradox is represented by the circumstance that an organisation is both made by and, at the same time, “consists” of humans. A small sample qualitative multi-case study was selected as the research strategy. One case is a retrospective study of an architectural construction project for a higher education institution in the UK, the other is a live study of a mass participation music performance that took place in a major UK city. Together they combine the wealth of material from a longitudinal and retrospective study with the detailed insights obtained from live observation. Analysis is partially grounded, prioritising an understanding emerging from the data itself rather than applying a specific concept to identify themes accordingly. However, fundamental understandings of design are applied to understand whether the design activities identified cohere with existing approaches or provide novel insights into hidden design actions. In both cases the findings confirm the existence of hidden and socially-distributed design actions in processes of organisational design. While fundamental indicators of design change are identifiable in selected events, novel characteristics add to existing understandings of design. Contributions this PhD makes concern the identification and description of hidden design activities within communities of non-expert, silent designers and the empirically supported specification of organisations as socially-designed artefacts. Specifically, the findings lead to the articulation of three contributions: design-before- design, an approach that promotes the acknowledgement of unique organisational settings before design interventions, socially-distributed design as an empirically supported extension of silent design and the resulting description of case studies as self-referential artefacts.

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2

Darling, Andrea Jean. "Understanding female-perpetrated child sexual abuse in organisational contexts." Thesis, Durham University, 2018. http://etheses.dur.ac.uk/12768/.

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Organisational child sexual abuse has received unprecedented attention over recent years with numerous local, national and international inquiries taking place. At the same time interest in female sex offenders has increased, however, despite this focus in both areas there is an almost total lack of research examining the phenomenon of female-perpetrated child sexual abuse in organisational contexts. This thesis combines these fields of inquiry and addresses this gap. Situational crime prevention theory framed the mixed methods approach examining 136 cases of sexual abuse perpetrated by women against children they worked with in organisational contexts. The sample originates from the UK, USA and Canada between 2000 and 2016. Freedom of Information request data from the Ministry of Justice and professional regulators was used to examine the current context of this abuse. Qualitative and quantitative content analysis of court reports, professional regulator decisions and media articles then examined 92 variables addressing: perpetrator and victim characteristics; offence processes and modus operandi and situational and environmental factors. The responses of organisations and criminal justice and child protection systems were also investigated, as well as the short- and long-term impacts upon victims. The findings show most women offend alone against a single, post-pubescent male victim, often with particular vulnerabilities. Abuse occurs predominantly outside the organisational environment and the use of electronic communication is common. The findings indicate these women were not pre-disposed offenders but rather their behaviour was influenced by socio-cultural, situational and contextual factors. This highlights the significant influence organisations can have in preventing this abuse and wider implications for policy and practice are also discussed. This thesis makes an original contribution to knowledge by being the first systematic investigation specifically examining female-perpetrated child sexual abuse in a range of organisational contexts.

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3

Chigwendere, Fungai Beaula. "Towards intercultural communication congruence in Sino-African organisational contexts." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62395.

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Despite the prevalence of theories and research that could serve as guidelines for addressing intercultural communication challenges such as misunderstanding, ineffectiveness and inappropriateness in communication in Sino-African organisational contexts, the continued existence of these challenges suggests the inadequacy of such theories. Accordingly, in consideration of African and Chinese cultural perspectives, the aim of this study was to develop a hybrid intercultural communication congruence (HICC) framework in order to enhance intercultural communication and achieve intercultural communication congruence in Sino-African organisational contexts. In this study, intercultural communication congruence means effectiveness and appropriateness in intercultural communication. To achieve the study aim, an interpretive pragmatism paradigm was adopted, comprising a two-pronged approach of a synthesis of extant literature and theory as well as an empirical qualitative study, both underpinned by cross-cultural management theory. Based on the synthesis of literature and theory, a generic theoretical intercultural communication congruence framework underpinned by intercultural communication awareness - a state where communicants understand communication orientation and manner of communication in their own and their counterparts’ culture - was developed. A further contribution was a theoretical contextualisation of the generic theoretical intercultural communication congruence framework, resulting in a theoretical framework for intercultural communication awareness in Western, African and Chinese cultures and a theoretical intercultural communication congruence framework specific to Sino-African organisational contexts. Thereafter, with the aim of validating the intercultural communication awareness dimension of the theoretical intercultural communication congruence framework specific to Sino-African organisational contexts, an empirical study was conducted with a sample of seven African and eight Chinese experts using indepth interviews with open-ended and semi-structured questions. Based on qualitative content analysis, six intercultural communication awareness enablers or conditions that enable people to understand communication in different cultures and contexts for the purposes of attaining intercultural communication awareness emerged. These were cultural orientation, manner of communication, orientation to rules and protocol, individual dispositions, intercultural communication influences and intercultural communication variations. An integration of the intercultural communication awareness enablers into the generic theoretical intercultural communication congruence framework results in an updated generic theoretical intercultural communication congruence framework. Then, informed by the updated generic theoretical intercultural communication congruence framework, a further contribution of this study was an empirical verification of the intercultural communication awareness dimension of the theoretical intercultural communication congruence framework specific to Sino-African organisational contexts to result in a final hybrid intercultural communication congruence framework for Sino-African organisational contexts supported by the perspectives of those involved in interaction, rather than predetermined standards of other cultures. Empirical findings suggest that both African and Chinese colleagues maintain a sense of collectivism in the Sino- African organisational context, although this is demonstrated differently. In addition, African colleagues display a blended manner of communication characterised by a mix of Western and African ways while the Chinese manner is contextual and governed by roles and relationships. In African culture, rules and protocol are negotiated, aimed at social maintenance, while strong cultural patriotism ensures strict adherence in Chinese culture. In respect of individual dispositions, African people are seen as open and accommodating while the Chinese disposition could be described as closed and ambiguous. Also evident in the findings is the existence of within-culture differences and influence of noncultural factors on intercultural communication that should be addressed in order to achieve intercultural communication congruence. Finally, the frameworks developed and the methodological processes followed will stimulate academic debate and raise numerous questions for future research. Immediate future research could be geared towards refining the concepts of intercultural communication awareness, intercultural communication congruence and the hybrid intercultural communication congruence framework for Sino-African organisational contexts. At a management practice level, intercultural communication awareness insights provide a reference point for intercultural communication enhancement strategies and interventions in Sino-African organisational contexts.

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4

Hartmann, Stefan. "The relevance of internal communication in contexts of organisational integration." Thesis, Sheffield Hallam University, 2007. http://shura.shu.ac.uk/19764/.

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This study has examined the relevance of internal communication in contexts of organisational integration ('merger communication'). Today, mergers and acquisitions represent a key means of growth. The fundamental impacts of mergers on the people within the affected organisations are, however, frequently underestimated. Many difficulties experienced in mergers appear to be the result of misguided communication founded on a lack of understanding of the underlying communication processes. Previous research and practice on merger communication may have relied too heavily on transmission-oriented approaches which insufficiently address the complexities of merger scenarios. The present study adopts the philosophical commitments associated with 'critical theory' and 'critical realism'. In methodological terms, a qualitative, interpretive approach was used for the research. The data analysis was split into two parts: the first part involved data collection and analysis using grounded theory. As a result a new theory of merger communication was induced. Primary data was obtained by interviewing 32 subjects who were involved or affected by merger integration. Subjects questioned had differing backgrounds, occupied various positions and gained experience in different organisations. The second part of the research involved a broadly-based literature review which, detached from grounded theory principles, served to corroborate the findings from the primary data analysis. The study found that merger communication involves reciprocal interaction processes. During these processes, fields of joint and socially constructed views are produced. Overall, the study advances communication theory which has been empirically tested in merger settings, i.e. there was an examination of the interplay between communication and organisational integration. As a result the field of cultural communication, a route within communication theory, has been furnished with an explanatory approach which extends current understanding of shared meaning relationships. The mergers and acquisitions theory on the other hand is confronted with the finding that an instrumental approach to communication is of limited use only. While a few academics in the area of mergers and acquisitions have regarded merger communication as involving the sharing of meanings none have developed this idea any further with an overarching model.

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5

Arend, Susanne. "Exploring contemporary work contexts : the influence of careers in building organisational commitment /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18931.pdf.

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6

Chingwena, Tongesai. "Implications of complexity leadership on organisational adaptability in dramatic social change contexts." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80419.

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Organisations are deeply entrenched in complex contextual discontinuities where they have to deal with both internal and external stimuli by implementing practices and behaviours that direct them towards adaptation. A web of the forces that encapsulate the operating environment includes dynamic economic uncertainty, deepening regulative frameworks, evershifting employee empowerment-based labor practices, and entrenched geopolitical disruptions compounded by debilitating ecological disturbances. As such, given such tension saturated complex contexts, organisations need to create the capabilities to adapt to converge with the emerging discontinuous contexts continuously. On the one hand, many firms struggle to establish this capability, leaving a trail of the multiple obsolescent organisations. On the other side, a few have been able to thrive and see opportunities where others are not looking. The emerging contexts can be dramatic and complex; in many ways, sustaining confounding complex societal shifts. The context places massive implications on the type of leadership practices that firms have to recruit to deal with the pursuant complexity required to capacitate firms to adapt. More knowledge is thus needed to understand how leaders can play a role in influencing their firms to build the organisational adaptability capability. The study leans on the potent Complexity Science and is inspired by the Complexity Leadership Theory whose complexity practices could help leaders deal with environmental complexity. In an empirical formulation, the research delineates the first order Complexity Leadership Theory into Second- Order Constructs. It demonstrates that leaders can recruit the necessary complexity leadership principles and practices when moderated by Dramatic Social Change complexities to bring about their firms' needful convergence with obtaining complex contexts. This environmental convergence typifies Organisational Adaptability on a panoramic level of the organisation; internally, at the market and institutional levels, depending on the leader motives. The study formulates recommendations for the boundary conditions under which each or a combination of the complexity leadership practices will bring about the appropriate level of adaptability, whether the contextual complexity is a consequence of persistent trends that are infrequent and large, or the complexities are frequent yet offer fleeting opportunities.
Mini Dissertation (MPhil)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MPhil
Unrestricted

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7

Palaiou, A. "From dawn to dusk : the role of personality in different organisational contexts." Thesis, University College London (University of London), 2016. http://discovery.ucl.ac.uk/1524862/.

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Robert Hogan was the first person who distinguished between the “bright” side and the “dark” side of personality. Hogan, Curphy and Hogan (1994) noted that the Five Factor Model (FFM) represented the bright side of personality. The dark side traits can be understood as those dysfunctional tendencies that tend to surface when people are under stress or are off their guard. The Hogan Development Survey (HDS) was designed in order to identify individuals who have the potential to be derailed (Hogan & Hogan, 2001). The characteristics of the bright and dark sides co-exist; individual differences have an impact on both functional and dysfunctional behaviours. This thesis aimed to validate and investigate the role of personality, especially the dark side, in different organisational contexts. Firstly, I examined the bright side and dark side of CEOs. I found that they have significantly higher scores in Conscientiousness, Extraversion, Agreeableness, Bold and Colourful behaviour compared to the working norms of people in their sector who were more Neurotic, Excitable, Cautious, Leisurely and Dutiful (Chapter 2). Validating the bright side and the dark side in a different organisational context, I showed that Ambition, Prudence and Adjustment predicted both negative and positive organisational attitudes. Moreover, the dark side explained more variance for both organisational attitudes, with Bold being a consistent predictor (Chapter 3). Finally, I examined the updated subscale structure of the HDS, which has relatively low internal consistency and fits relevantly well in the three higher order factors. I also found that Fantasied Talent, Public Confidence and Conforming were positive strong predictors for work success, whereas Fearful and Manipulative were negative predictors (Chapter 4). The findings of this thesis validated Hogan’s distinctions between the bright and the dark side of personality as well as Hogan’s instruments, and provided a deeper understanding of the role of personality in various organisational contexts.

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8

Gårlin, Karl, and Mathias Kostet. "Change Through Transformation : An exploratory case study on leadership in contrasting organisational contexts of IKEA Sweden." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123230.

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As corporations have to adapt to an ever-faster spinning global environment they often turn to projects as a facilitator to positive change. With the increase in temporary projects more line managers are faced with leading projects in the permanent organisation, a task that can be widely different from leadership in the permanent organisation. Our purpose is to expand the theoretical and practical knowledge on how managers view the contrast on leadership in the temporary organisation in comparison with the permanent organisation in our case company IKEA and how organisational culture influence this leadership. Which lead us to our research question, How do managers at IKEA compare their leadership styles between being a line manager in comparison with a manager in a temporary organisation? In order to answer the research questions we conducted a qualitative method study, using semi-structured interviews as a tool we interviewed nine senior managers at IKEA who have significant experience from leadership in both organisational contexts. The managers also answered a leadership test for us to better understand their leadership; furthermore we interviewed an HR-experienced manager for context. To interpret the data, an exhaustive theoretical frame of reference was constructed with regards to our purpose, built mainly of leadership theory, organisational culture and differences organisational contexts. After presenting our data based on our main themes, a thematic analysis was conducted on the data gathered that summarized and discussed the important findings discovered in our transcripted interview material. The themes constructed were “leading to succeed”, “communication is key”, “focus on the individual”, “supportive surroundings” and “strength through unity”. Further, a framework is assembled and presented, highlighting the contrasts between the organisational contexts in regards to our constructed thematic frameworks. In our conclusions we found that the basis of our participants transformative leadership does not change between the organisational contexts, it only slightly adapts to organisational routines that differ. Furthermore we establish a connection between IKEA’s transformative organisational culture and leadership in the organisation, which are analogous in their cornerstones. The theoretical contributions complements previous research within leadership in temporary organisations, with the additions of organisational culture and the managerial perspective. And our practical contributions assist IKEA and similar companies in their understanding of their managers’ views on the fundamental contrasts in leadership in the different organisational contexts.

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9

Richter, Ingrid. "Ordinary epiphanies : a narrative analysis of executive and organisational learning in multiple contexts." Thesis, Lancaster University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.414345.

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10

Altringer, Bethanne. "Team creative problem solving in multi-disciplinary, cross-cultural and inter-organisational contexts." Thesis, University of Cambridge, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.609513.

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11

Sheriff, Mohamed Abdul. "The value of information in organisations : a study of information use situations as contexts of value." Thesis, London School of Economics and Political Science (University of London), 2000. http://etheses.lse.ac.uk/1577/.

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The notion that the value of information is significantly dependent on the context of use is widely accepted in information systems research. Context is however often conceived as given and exogenous to the use activity and hence beyond the control of the user. This study takes a dynamic and holistic view of context in which the purposes, processes and effects of information use are seen as inextricable from the structural and environmental factors that mediate such use in organisations. The concept of Information Use Situation (lUS) is employed to represent this view of context. An lUS framework is developed and used as a guide to explore, describe, and interpret a number of information use situations in four organisations in the service sector. The study draws on several context studies in information systems, work motivation and self-interest theories in social psychology, and a number of philosophical propositions on the nature of information and value, in highlighting the key features of the situations studied. The findings suggest that, in general, information use situations affect the value-in-use of information in at least three ways, by acting as filters, as mediators of use behaviour and as frames of reference for evaluating informational activities. The main contribution of this thesis to information systems research is in proposing and exploring the concept of information use situation as a more holistic view of context when studying the value of information in organisation. The thesis concludes that organisations need to recognise the diversity of information use situations they feature and to appreciate that the value of information depends significantly on the nature of the situation in which it is used. This requires managers to pay as much attention to the processes by which employees experience and appropriate information as to the quality of the formal information used if they are to realise the optimum value of their information resources.

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12

Breu, Karin R. T. "East German managers in transition : a study into individual change in transformative contexts." Thesis, Oxford Brookes University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.387810.

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The work looked at east German senior industrial managers in transition under the condition of radical environmental change that followed the introduction of the west German political, economic, and societal system in eastern Germany. The enhancement of the understanding of managers in change in the transitional economies of central and eastern Europe is significant to the improvement of the effectiveness of western support in the introduction of market forces. Of wider significance is the study's contribution to the understanding of the issues at individual level that might equally emerge within the fundamental structural changes of current western industries. For decades, research into the management of change has focused on the group and systems level and failed widely to consider the crucial significance of individual behaviour in the realisation of change at organisational level. In view of the questions and the objectives of the research, a qualitative approach was adopted because it provides a particularly strong method for investigating processes, cultures, and new fields of scientific research. The analysis drew on a basis of 73 in-depth interviews with senior level managers in east German industrial organisations and structured questionnaires on the individual, organisational, and change profile of the sample. The work contributes to the understanding of managerial transition in transformative contexts. A model of the individual transition process was elicited from the data. It suggests that east German managers emerged from the experience of fundamental change with a transformed world-view. The initial belief in the existence of equilibria had been replaced by the notion of the permanency of change. Because of the way in which the experience of economic transformation was found to impact deeply on individuals' self-concept, the study concludes that individual development is a key transformation instrument, since it can specifically target the cultural and ideological underpinning of successful transformation.

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13

Carnell, Eileen. "Understanding teachers' professional development : an investigation of teachers' learning and their learning contexts." Thesis, University College London (University of London), 1999. http://discovery.ucl.ac.uk/10018906/.

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The focus of my research is teachers' planned professional development experience and the effect of context on teachers' learning and changes to practice. It seeks to understand effective approaches to teachers' learning, contribute to knowledge and identify implications for practitioners and policy makers. The research begins with an investigation into young people's and teachers' perceptions of effective classroom work. A significant mis-match is found between what is experienced and what they perceive is effective . This is analysed in terms of inhibiting forces and contradictions influencing teachers' practice. An in-service programme is designed as a change strategy for the teachers involved. The research findings suggest this is only partially successful in bringing about change. From a critique of theoretical perspectives of professional development an expanded approach is created. This approach forms the basis of another programme for teachers which includes working collaboratively and integrating personal and professional learning. The research findings demonstrate that this in itself is not enough to bring about changes to professional practice. A typology of teachers' planned development experiences is created and a set of hypotheses used to investigate teachers' personal constructs of the effectiveness of professional experiences for change to professional practice . The significance of the learning context and subjective experiences emerge. This leads to the redesign of the programme to include an explicit focus on learning and the use of action research to bring about change within teachers' own contexts. The research continues to focus on contextual influences in organisational learning. It analyses the effects of a change that contributes to organisational learning by tracking one organisation's revision of its appraisal scheme. Key conclusions emerge: teachers' learning, the processes of learning and the organisational context have strong influences on one other. Effective professional learning for positive outcomes requires both a multi-dimensional and context specific view of learning.

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14

Ozkan, Sevgi. "Pb-isam: A Process-based Framework For Information Systems Effectiveness Assessment In Organisational Contexts." Phd thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/12607059/index.pdf.

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A number of approaches of assessment associated with IS effectiveness have been examined, fundamental guidelines for research in this area have been derived, and a novel model of IS effectiveness has been proposed. A process based assessment method (PB-ISAM) based on the proposed effectiveness model has been elaborated. The new model and the new assessment method have been evaluated via three case studies. Specific implications have been drawn concerning the relationships between processes and the information system assessed. The three case studies have provided insight into the IS effectiveness field and for future work.

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15

Jevdokimova, Olga, and Siegmund Adanitsch. "Creating favourable contexts for nurturing and managing innovations in organisations." Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-352.

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This thesis gives an overview about innovations in organisations as well as the importance of a favourable organisational microclimate for the enhancement of creativity and innovation. Generating ideas is always a very fragile process for any organisation engaged in innovative activities. In order to support good and successful ideas the companies have to have a favourable organisational microclimate. This microclimate is discussed against the background of certain conditions which organisations or rather companies should obtain in order to prevail innovations and cope with them in a successful way. The main focus of this thesis is on the conditions, which can favour and support the process of emerging innovations. The conditions are teamwork, management participation, effective communication and information flow, as well as innovative culture. During the different chapters however, some interrelations can therefore be seen.

Furthermore nine interviews with three different innovative Latvian companies support our theoretical framework of this thesis, how the different conditions are interrelated with each other in practice and their occurrence in the different companies.

In the end a discussion about the results is started, where it can be seen whether more conditions emerged.

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16

Van, der Mescht Hennie. "A phenomenological investigation into educational leaders' perceptions of themselves, their followers, and their organisational contexts." Thesis, Rhodes University, 1997. http://hdl.handle.net/10962/d1003580.

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Leadership is a richly researched ana widely covered topic, attracting the attention of virtually every discipline within the human sciences. Research which focuses on leadership within an educational context is, however, a relatively recent development. Most of the leadership research conducted in this century has been driven by the needs of industry. Consequently, leadership theories have tended to emphasise the instrumentality, measurability and effectiveness of leadership. Leadership models, intent on being prescriptive and 'learnable', have been inclined to oversimplify the complexity of the leadership phenomenon. Another factor which accounts for these features is the research approach adopted by researchers, which has largely been positivistic. This study is an attempt to investigate the underlying dynamics of educational leadership. It is an in-depth study of five educational leaders' perceptions of themselves as leaders, of the people with whom they interact, and of the organisations within which they work. The study is conducted along the lines suggested by phenomenology, a highly qualitative, anti-positivistic research approach, which encourages the researcher to set aside pre-conceived notions of the phenomenon, and to describe what is found exactly as it presents itself. My findings have highlighted a wide and richly varied range of psychological, emotional and cultural factors which seem to play significant roles in how leaders perceive themselves, others and their environments. Most of these factors have been either entirely ignored or very scantily covered in mainstream leadership literature. Educational leadership emerges as a complex, virtually undefinable phenomenon; new and challenging research approaches and methods have the potential for increasing our understanding of how leaders lead, which in turn will have implications for leadership education and selection.

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17

Theodoraki, Eleni I. "An organisational analysis of the national governing bodies of sport in Britain : organisational structures and contexts, management processes and concepts and perceptions of effectiveness." Thesis, Loughborough University, 1996. https://dspace.lboro.ac.uk/2134/10521.

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Sports organisations in public, commercial and voluntary sectors in the mid 1990s are faced with an increasingly volatile environment. It has been claimed that there has been a move away from traditional, large-scale, bureaucratic, organisational structures in the commercial sector (which has predominantly led organisational and management fashions in the public, quasi-public and voluntary sectors), and this research project investigates whether such a shift away from traditionalist organisational forms is evidenced among Britain's national governing bodies of sport (NGBs). In addition, there has been a stimulus for NGBs to move away from reliance on public sector financial support for sporting bodies, and to seek a stronger commercial footing. This raises the question of how organisations are responding to the changing economic environment and whether for example more flexible, entrepreneurial approaches are evident among NGBs. It is with this context as background that the study seeks to embark on an organisational analysis of NGBs in Britain. The research project was founded on configurationalist approaches to organisational analysis which argue for a holistic investigation of organisations and the investigation is structured in three parts. The first involves identifying the nature and range of organisational structures which exist in NGBs of sport. This gives an account, on the basis of cluster analysis, of a taxonomy of governing bodies consisting of six clusters. The relationships between the organisational types are also examined in the first stage of the research as well as the potential transition processes from one organisational type to another. The aims of the second element of the study are to identifY the nature of management processes and organisational change, to explore ways in which structural features are affected by individual agency, and evaluate whether processes identified are consonant with the structural and contextual variables from the derived taxonomy. The third part of the research is a study of organisational actors' perceptions of effectiveness in NGBs drawn from the identified clusters. This 'multiple constituency' approach to understanding effectiveness evaluates both the different concepts of effectiveness, as well as the differential evaluations of effectiveness, which were held by internal constituencies and external assessors. The research findings provide evidence of a number of predominantly simple organisational structures in a variety of contexts. Management processes are identified for each type of the derived taxonomy and organisational phenomena of professionalisation, bureaucratisation and resource dependence are evaluated. The review of the changing British structural context within which NGBs operate identifies pressures exerted on NGBs to professionalise and bureaucratise their structures and commercialise their operations. However, the review of management processes and organisational change does not reveal a 'unidirectional drift' towards professionalised and bureaucratised structures. In addition, effectiveness levels as perceived by multiple constituents were not significantly higher for any of the 'post-Fordist', flexible organisational types in the NGB sample.

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18

Tyler, Graham Patrick. "Utility and validity of Western and Chinese models and measures of personality in Chinese and Western organisational contexts /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19288.pdf.

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19

Alvinius, Aida. "Bridging Boundaries in the Borderland of Bureaucracies : Individual Impact on Organisational Adaption to Demanding Situations in Civil and Military Contexts." Doctoral thesis, Karlstads universitet, Institutionen för sociala och psykologiska studier, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-26445.

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The purpose of this thesis is to reach a deeper understanding of how boundary spanners are bridging boundaries between uniformed bureaucratic organisations and their environment, characterised by demanding conditions. The main part of this thesis is based upon empirical data gathered through 71 interviews with Swedish civil and military informants from several uniformed organisations. Four articles have been included in this thesis in order to address the overarching aim. The results show that boundary spanners are crucial to the adaption of uniformed organisations to demanding conditions. A number of aspects that are included in the process of organisational adaption have been identified. One of the tasks is to balance between structuring and improvisation where much is at stake. The other task is to create confidence among the involved actors and contribute in different ways to create a sense of symmetry between partners. Finally, the third task for boundary spanners is to recognise improvised roles such as spontaneous links in order to maintain stressful conditions and bridge a gap in the bureaucratic organisation. The present thesis contributes to sociological theory of emotions, disaster management and military studies through a common denominator, namely the demanding context. Taken together, the findings increase awareness of how organisations act towards their environments and how individuals, especially boundary spanners, adapt the organisation to its environment. For leaders and managers, it is important to make decisions, provide mandates and authorisation, as well as invest confidence in boundary spanners. The hierarchical chain may remain in existence, but it can be made shorter and more transparent through this kind of knowledge.
BAKSIDESTEXT: Organisational adaption to the environment is a complex area of research, necessitating enquiry into how such adaption may take place. The purpose of this thesis is to reach a deeper understanding of how boundary spanners are bridging boundaries between uniformed bureaucratic organisations and their environment, characterised by demanding conditions such as disasters and war. The main body of the thesis is based upon interviews with Swedish civil and military informants. The results show that boundary spanners are crucial to the adaption of uniformed organisations to demanding conditions. Their tasks involve balancing between structuring and improvisation, creating confidence among the involved actors and recognising improvised roles such as spontaneous links in order to maintain stressful conditions and bridge a gap in the bureaucratic organisation. Taken together, the findings increase awareness of how organisations act towards their environments and how individuals, especially boundary spanners, adapt the organisation to its environment. For leaders and managers, it is important to make decisions, provide mandates and authorisation, as well as invest confidence in boundary spanners. The hierarchical chain may remain in existence, but it can be made shorter and more transparent through this kind of knowledge. The present thesis contributes to sociological theory of emotions, disaster management and military studies through a common denominator, namely the demanding context.

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20

Morton, Josh. "Legitimation through openness : managing organisational legitimacy through open strategy in a pluralistic context." Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/28410.

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This research explores how an open strategy approach can be used to manage organisational legitimacy in a pluralistic context, characterised by the competing demands of key stakeholders. Open strategy demonstrates an interest in strategising processes becoming more inclusive and transparent (Hautz et al., 2016). Open strategy work to date has focused on its uses and implications, and how strategic inclusion and transparency are being displayed in different organisational contexts. Much open strategy literature also associates the central purpose of open strategising activity with organisations seeking to manage legitimacy (e.g. Chesbrough and Appleyard, 2007; Whittington et al., 2011; Tavakoli et al., 2017), particularly through ensuring that their actions are desirable in the opinion of key stakeholders (Suchman, 1995). Whilst a small number of studies have explicitly focused on open strategy and legitimacy, these do not go beyond illuminating legitimacy as a potential effect (Gegenhuber and Dobusch, 2017) or outcome (Luedicke et al., 2017). Absent has been research attempting to specifically understand open strategy as a process of legitimation (Uberbacher, 2014), and there remains a need to unpack and elevate the significant potential of open strategy approaches for managing legitimacy further. To address this gap, this research presents an in-depth single case analysis of an organisation undertaking the development of a new four-year strategic plan using an open strategy approach. A number of data collection methods were used, including completion of 30 semi-structured interviews, participant observations, and collection of significant social media and documentation data, to explicate the concepts of open strategy and organisational legitimacy, addressing the question; How does an open strategy approach represent a process of legitimation for managing the competing demands of organisational stakeholders? . A pluralistic context, a UK-based professional body, is the basis for the empirical work. It is acknowledged that interrogating the intricacies of strategising in pluralistic contexts, and the inherent competing demands of stakeholders, might offer new perspectives, and a useful means of expanding the contextual base of practice-based strategy work (Jarzabkowski and Fenton, 2006). However, studies of open strategy in pluralistic contexts remain near non-existent in the literature (Lusiani and Langley, 2013). In the organisational legitimacy literature, there is much discourse on how legitimacy is managed and gained through specific legitimation processes and strategies, and increasingly such a focus has been adopted to recognise how organisations might manage legitimacy demands in contexts defined by plurality, amidst diffuse power and divergent objectives (Denis et al., 2007). In this study, a practice-based activity theory framework is used (Jarzabkowski 2005; Jarzabkowski and Wolf, 2015) to explore legitimacy in relation to organisational direction and priorities, and as a means of redefining the organisation s core goals in an enactment of strategic openness. The work here conceptualises how the case organisation has adopted a plethora of open strategising practices for legitimacy effects (Suddaby et al., 2013), providing a detailed account of how different dynamics of open strategising activity connect to specific forms of legitimation over time. The findings indicate that different open strategy dynamics represent the case organisation switching between distinct approaches to legitimation, as a means of managing the competing legitimacy demands of organisational stakeholders in a flow of activity. Through this narrative, a greater perception of legitimation as a core purpose of open strategy is provided. Overall, this research offers an important contribution by accentuating the principal relevance of organisational legitimacy in open strategising, particularly through elevating legitimacy beyond being understood as an effect or outcome in open strategy work. Further, this more explicitly brings open strategy into close alignment with the organisational legitimacy literature and its theoretical conceptions (Lawrence et al., 2009; Suddaby et al., 2013), which is imperative for understanding the potential importance of open strategy as a means of legitimation.

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21

Ross, Julie Jane. "The role of the artist in environmental change : an investigation into collaborative, interactive and participative art practice in organisational contexts." Thesis, University of Glasgow, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366253.

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22

Cook, Roger. "Ethics at work : the discourse of business ethics : an investigation into ethical discourse in UK higher education and organisational contexts." Thesis, University of West London, 2014. https://repository.uwl.ac.uk/id/eprint/1102/.

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This thesis aims to make an original contribution to the development of effective ethical discourse at work through the development of a conceptual model which reframes existent philosophical ideas and moral perspectives. Its intention is both to facilitate better personal understanding, and to enable improved moral communication between individuals, workforce communities and organisations. This is needed because the impacts of the banking crisis, and continued incidences of corporate wrongdoing are exposing the weaknesses in managerial capitalism, and provide evidence that the rhetoric of business values is sometimes at odds with reality. Contemporary organisations are also increasingly being required to explain and defend the values which shape their business conduct, an irreversible trend driven by factors such as the growth of the social media, increasing private ownership of wealth, shareholder activism, and stakeholder empowerment. The thesis presents a framework for ethical analysis and discourse. The research takes the form of transdisciplinary enquiry. Applying a critical realist perspective, relevant bodies of literature are reviewed, leading to the creation of a proposed analytical framework and an associated process model. It is proposed that together these comprise the tools to help the development of the ethical manager. Using a case study approach, the framework is first trialled among postgraduate professional MBA students. Based on initial research findings, a developed framework is then adapted and field-tested for relevance to practising managers in diverse organisational contexts, and potential further uses and applications considered. Concept testing demonstrates that a flexible managerial model of ethical analysis the thesis [proposes] is successfully developed for use by business practitioners, consultants and business ethicists. Management as a discipline is pragmatic in nature, drawing in an eclectic manner on differing academic disciplines, and the proposed model is similarly derived from a transdisciplinary approach to business ethics which seeks to gain insights from diverse disciplines, drawing from both moral philosophy and developmental psychology to create an original PREP framework and associated process model.

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23

Costa, Ana-Cristina, and Neil Anderson. "Team Trust." Willey-Blackwell, 2017. http://hdl.handle.net/10454/17883.

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No
This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engage in trusting behavior when interacting with them are largely history‐dependent processes. Thus, trust between two or more interdependent individuals develops as a function of their cumulative interaction. The chapter describes a multilevel framework with individual, team and organizational level determinants and outcomes of team trust. It aims to clarify core variables and processes underlying team trust and to develop a better understanding of how these phenomena operate in a system involving the individual team members, the team self and the organizational contexts in which the team operates. The chapter concludes by reviewing and proposing a number of directions for future research and future‐oriented methodological recommendations.

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24

Costa, Ana-Cristina, and N. R. Anderson. "Team Trust." Willey-Blackwell, 2003. http://hdl.handle.net/10454/17883.

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No
This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engage in trusting behavior when interacting with them are largely history‐dependent processes. Thus, trust between two or more interdependent individuals develops as a function of their cumulative interaction. The chapter describes a multilevel framework with individual, team and organizational level determinants and outcomes of team trust. It aims to clarify core variables and processes underlying team trust and to develop a better understanding of how these phenomena operate in a system involving the individual team members, the team self and the organizational contexts in which the team operates. The chapter concludes by reviewing and proposing a number of directions for future research and future‐oriented methodological recommendations.

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25

Donohue, Kerry John. "A theoretical evaluation and empirical investigation into explanations for the escalation of commitment phenomenon in the particular organisational contexts of Expo 86 and Expo 88." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16517/.

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Escalation of commitment to failing investments is considered to be representative of biased forms of decision-making which may result in unproductive consequences. Decision makers adopt investment courses of action in initial conditions of uncertainty, which subsequently appear to lead to failure. When confronted with the prospect of their decisions producing losses, they commit decision errors thus escalating their commitment to their original courses of action. Several theories with rational and irrational antecedents have been developed in the literature to explain the escalation phenomenon. Fundamental theoretical differences are associated with the origin of the concept. Escalation of commitment was conceived in the decision theory context of the problem of resource allocation under uncertainty conditions. This thesis describes the resource allocation problem in order to identify and explain associated characteristics. Explanations of these characteristics reveal several problems: there are no decision rules available to handle uncertainty; decision makers consistently violate the requirements for rationality and rational economic decision making; individual utility maximization is divorced from the business objective of profit maximisation and also involves taking increased risks when there is an expectation that investment losses will be recovered; there are several criteria for and methods of investment evaluation which are computationally and analytically difficult to apply; and whether a decision error has been made is indeterminate with some investment projects whose success or failure cannot be determined until after project completion. These problems lead to the conclusion that the determination of the success or failure of an investment decision may depend on the valuation methodology selected. In this respect it is argued that investment decisions undertaken in public organisations should be evaluated using methodologies developed to measure social benefits and costs because calculations of private rates of return provide misleading assessments. Research on the escalation phenomenon is dominated by a psychological perspective, which obtains its findings from extensive investigation of individuals in controlled experimental laboratory conditions. The experimental research has identified personal pre-dispositional, social and situational influences, which contribute to escalation and de-escalation of commitment. The major research focus has resulted in two theoretical explanations for escalation of commitment. These derive from descriptive cognitive motivational theories concerned with expectancy, that encourage rational decision making and dissonance, which in turn produce irrational self justification based decisions. An alternative research focus favours explanations from prospect theory. Research, critical of the psychological explanations favours rational explanations derived from the normative theory of expected utility, which encourages individual self-interested behaviour. This thesis is concerned with explaining escalation of commitment in organisations. This necessarily involves adopting an interdisciplinary perspective. This thesis examines two world expositions, Expo 86 and Expo 88. World expositions are unusual government events whose principal purpose is to celebrate human achievements. Expo 86 was held to celebrate Vancouver’s centenary. Expo 88 was held to celebrate Australia’s bicentennial. They were not designed for their potential profitability. To justify the expenditures involved other objectives are attached to the celebratory purpose. These usually are associated with urban renewal and economic development. They are unorthodox investment projects. They involve long lead times of capital expenditure followed by short operating periods of six months or less, after which time most of the capital improvements are either disposed of or demolished. Expo 86 incurred significant financial losses and was considered an escalation prototype. It became a case study used to develop a generalized theoretical model of escalation. The model specifies how initially formulated rational decisions are replaced progressively by decisions based on self-justification, which escalate commitment. Escalation is reinforced by psychological pre-dispositional, social and structural influences. The model is an extension of research findings from individual laboratory experiments. The thesis identifies several plausible alternative theoretical explanations for escalation in organisations. These involve emotional commitment, social influences to conform to group norms, the possibilities for deviating from rational decision making principles in the presence of uncertainly and the agency theory problem which involves individuals pursuing their own rational self interests which are contrary to the objectives of an organisation. Expo 86 was directly linked to urban renewal objectives. The economic project and urban planning studies of Expo 86 concluded that the event successfully achieved the urban development objectives using social cost benefit analysis as the criterion of evaluation. These objectives were rationally conceived and executed. As a result of the examination, the thesis explores the problems associated with investment projects having multiple objectives, looks at how rational explanations can be accommodated in the theoretical model and questions whether calculations of accounting negative rates of return should be the criteria for evaluation and the determinant of whether Expo 86 qualified as a prototypical example of escalation in organisations. The analysis of Expo 88 reinforced these concerns. A longitudinal dimension was adopted in the case study. This enabled the origins of the event to be explored, the objectives to be identified and the project to be evaluated using various private and public investment criteria. Expo 88 qualified as a failed private investment project on all but one of the financial investment criteria employed. The evaluation of Expo 88 as a public investment project produced social benefits and economic impacts in excess of social costs. Expo 88 was conceived by influential individuals who promoted the initiative for an exposition on the basis that its staging would be publicly and personally beneficial. The project was associated with multiple objectives other than its celebratory purpose that included tourism development and urban renewal from which the public was expected to benefit and which promoters believed justified the event. The principal decision makers were not directly influenced by profitability considerations because information had been provided during the planning phase, which indicated that the project would produce financial losses. Because of public pronouncements it became politically necessary to include the profitability of the project as an objective. Various costly and deceptive measures were adopted in order to generate an impression of profitability. At the same time success was promoted publicly and successfully, not in terms of its profitability, but in terms of attendance figures. As a result of the analyses, the theoretical model was modified by incorporating rational motives into the original structure. Decision makers were driven by rational motives over the life of the projects. In the case of Expo 88 these rational motives derived from agency theory relationships and the pursuit of objectives concerned with economic development, celebration and political recognition. The thesis concludes with a discussion of the contributions and limitations of the research. The contributions involve modifications to the theoretical model to reflect the importance of rational motives in the decision making process, generalisation of the causes of escalation in organisations in various contingent circumstances and the impact that multiple project objectives and methodological problems concerned with evaluation criteria have on theory development. The major limitation relates to the selection of public organisations engaged in unorthodox investment projects as inappropriate representatives to examine the escalation phenomenon.

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26

Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.

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27

Parker, Martin. "Organisational culture in context : a study of management in three organisations." Thesis, Staffordshire University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262037.

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28

Leivesley, Robert, and n/a. "Images of technology in organisation and society contexts." University of Canberra. Management, 1990. http://erl.canberra.edu.au./public/adt-AUC20060817.100531.

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An original project for a taxonomy of organisation-technology became over time an exploration of some of the meanings and contexts of technology. The exploration began with the critique of selected instances of landmark theorising and empirical research on the technology concept. The critique raised issues in epistemology and methodology which caused this writer to address the philosophy of the social sciences and the philosophy of technology at certain points: the question of technological determinism; language and metaphor; ideology; construct validity. Chapters One and Two of this thesis reflect the quest for connections in meta-theory, as the remaining chapters reflect the quest for meanings and contexts of technology in organisation and society. The case studies of landmark theory and research on technology led into more of a generic enquiry into the nature and claims of a contingency theory of organisation and management. An analysis of landmark cases and of contingency theory suggested that a formalist or empiricist approach to technology and organisation had produced no clear conceptualisation of technology, nor of any other contextual or performance factors. No panacea for organisation-design has emerged from this quarter. A rather broader arena of the division and re-combination of labour was then approached. Analysis suggested that technology and the division of labour are not mere surrogates of managerial control but arenas continually contested by organisation and society participants. They are not givens with resident characteristics to be read out but occasions of choice ongoingly negotiated. Whereas the thesis began with notions of a static and cognitivist taxonomy it developed into a study of certain images of technology, with the valencies of technology deriving from its various contexts of meanings and matrices of values. The thesis concludes with the view that formalism of much contemporary organisation-theory needs to be amplified by a broadly phenomenological understanding.

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29

Faisant, Jean-Paul Zardet Véronique. "Développement d'une gestion des compétences en contexte de changement organisationnel cas d'expérimentation industriel /." Lyon : Université Lumière Lyon 2, 2003. http://demeter.univ-lyon2.fr:8080/sdx/theses/lyon2/2003/faisant_jp.

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30

Richards, Jonathan David. "Implementing strategic decisions : an analysis of decision content, organisational context and managerial strategy." Thesis, University of Manchester, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631235.

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The management of strategic change has come to be viewed as a complex and difficult area of organisational analysis, both from a theoretical academic and practical management point of view. However, much of the literature on the subject is typically characterised by high levels of normativism and a general lack of analytical depth or sophistication. Empirical studies attempting to capture the complex, dynamic and contextually-embedded character of strategic decision implementation are rare. Those that exist are typically long on description and short on analytical insight. Comparative studies in this field, guided by coherent conceptual frameworks, remain largely unexplored. In recognising these problems, the research presented in this thesis sets out to examine and compare strategies and processes of decision implementation across a diverse range of organisational contexts. The theoretical framework adopted for the study is predicated on the idea that the nature and form of processes of implementation is critically influenced by the interrelationship between three central determining factors - the managerial strategies employed to effect change, the nature or content of the decision issue being implemented, and the wider institutional setting within which the process occurs. The essence of this interrelationship is captured in the concept of implementation system congruence, which identifies the extent to which strategies of implementation adequately address the requirement for staff and employees not only to understand the decision issue, but also to demonstrate sufficient levels of commitment to ensure it is translated into action. The programme of research is conducted using a qualitative case study method within eight British organisations, examining the process of implementation relevant to one decision in each case. All eight decisions are strategic in nature in that they are perceived to be important or consequential by the organisations concerned. Two of the organisations are in the motor component manufacturing industry; the others are a financial institution, a charity, a power station, a printing company, a telemarketing agency and a grammar school. Each detailed study is analysed in a comparative manner alongside the other seven in an effort to derive valid analytical generalisations on the process of strategic decision implementation. The concept of implementation system congruence is found to be extremely useful in understanding relationships between the strategies, content and context of change, and their association with ultimate process outcomes. The research also underscores the nonlinear and dynamic nature of change and the critical need for change managers to assimilate and respond to unforeseen contingencies as processes of implementation unfold over time. In this respect, the notion that the implementation of consequential business decisions seems to require strong commitment, patience, perseverance and repetition fits well with the empirical fmdings of this study. Finally, the broader context in and around the organisation is also revealed to have an important influence in creating a social backdrop against which implementation activities and decision issues are shaped, interpreted and evaluated by others. Levels of trust between sponsors and recipients are singled out as an especially prominent element of an organisation's social context influencing the former's capacity to effect change. 22 No portion of the work referred to in the thesis has been submitted in support of an application for another degree or qualification of this or any other university or other institute of learning. 1. Copyright in text of this thesis rests with the Author. Copies (by any process) either in full, or of extracts, may be made only in accordance with instructions given by the Author and lodged in the John Rylands University Library of Manchester. Details may be obtained from the Librarian. This page must form part of any such copies made. Further copies (by any process) of copies made in accordance with such instructions may not be made without the permission (in writing) of the Author. 2. The ownership of any intellectual property rights which may be described in this thesis is vested in the University of Manchester, subject to any prior agreement to the contrary, and may not be made available for use by third parties without the written permission of the University, which will prescribe the terms and conditions of any such agreement. Further information on the conditions under which disclosures and exploitation may take place is available from the Head of the Faculty of Business Administration, Manchester Business School.

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31

Eneau, Jérôme. "La part d'autrui dans la formation de soi : autonomie, autoformation et réciprocité en contexte organisationnel /." Paris ; Budapest ; Torino : l'Harmattan, 2005. http://catalogue.bnf.fr/ark:/12148/cb39980943k.

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32

Faisant, Jean-Paul. "Développement d'une gestion des compétences en contexte de changement organisationnel : cas d'expérimentation industriel." Lyon 2, 2003. http://theses.univ-lyon2.fr/documents/lyon2/2003/faisant_jp.

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Face à la mondialisation des produits, la guerre des prix et les exigences de qualité réclamées par les clients, les entreprises françaises sont obligées de trouver en interne, les ressources nécessaires à leur survie. Ces mouvements entraînent une remise en cause des modes de fonctionnement organisationnel et de la gestion du potentiel humain. Comment, dans ces conditions, mobiliser le potentiel humain pour l'amener à accepter les transformations organisationnelles que ce contexte impose aux entreprises ? Quelles contributions les systèmes de classification et de rémunération peuvent-ils apporter à la recherche de compétitivité des entreprises ? Comment ces systèmes peuvent-ils faciliter le passage d'une logique de postes à une logique de compétences ? Quel rôle la fonction "ressources humaines" joue-t-elle dans la qualité de la mise en oeuvre des outils de la gestion des ressources humaines ? En nous appuyant sur une recherche-intervention menée au sein d'une entreprise métallurgique, cette thèse propose de répondre à ces questions
Faced with the products globalization, the price and the quality asked for by the customers, french companies have to find, in house, the resources necessary to their survival these movements lead to question the organizational management methods functioning as well as the human potentiel management. How, in these conditions, can we mobilize the human potentiel to make it accept the organizational transformation this context imposes to companies? Which contributions can the classification and remuneration systems offer the companies search for competitiveness? How can these systems help to move from a job logic to an ability logic? Which part does the human resources function play in the implementation quality o the human resources management tools? Using an intervention research carried out within a metallurgical company, this thesis suggests to answer the previous questions

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33

Ajayi, Oluseyi M. "The impact of employee ambidexterity on organisational and marketing innovations : organisational context for exploiting the present and exploring for the future." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12562.

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Research studies on innovation tend to focus more on Process and Product Innovations (PPIs), while both Organisational and Marketing Innovations (OMIs) have been under-researched. The lack of prior research on these non-technological innovations has been attributed to poor data availability. Theoretical opinions show that OMIs could be necessary prerequisites needed to optimally utilise and deploy these PPIs. Organisational Ambidexterity (OA) has emerged to be crucial in achieving long-term organisational success. Ambidexterity in an organisational context refers to the ability to concurrently exploit current competitive advantage and explore new opportunities with equal dexterity. For firms to remain competitive and adaptive to continuous change in the business environment, OA has been noted as a necessary attribute, but research on ambidexterity at the individual level of analysis is limited. There is a lack of understanding of how individual ambidexterity at the lower-levels of the organisation affects the overall ambidexterity of the organisation. This research explores organisational context antecedents of OMIs capabilities; Organisational and Employee Ambidexterity, and identifies how individual employees in Small and Medium-sized Manufacturing and Service Organisations could contribute to the capability of their organisation to concurrently exploit present market opportunities and explore new opportunities, towards sustaining their competitive advantage. This study involves a two-phase sequential mixed methods design beginning with a qualitative exploratory research involving 15 in-depth Nigerian-based interviews. The first phase facilitated preliminary assessment of organisational context, measured by the Cameron and Quinn's Organisational Culture Assessment Instrument. This phase also aided the understanding of factors that promote OMIs capabilities and the development of themes used to design the survey instrument for the second phase. The second phase involved a quantitative study of 398 shop-floor and 202 managerial staff from Small and Medium-sized Nigerian Manufacturing and Service Organisations. This phase was characterised by descriptive and inferential statistics through Structural Equation Modelling. This aided identifying the organisational context that promotes Employee Ambidexterity (EA) and the relationships between EA; OA; and OMIs' capabilities. vi Drawing upon information-rich evidence, this study identified enablers that could promote EA; OA; OMIs; effective innovations; and sustainable organisational growth. Statistical evidence from the research findings shows that Organic Structure and Knowledge Sharing, plus a Flexible and Family-like Organisational Culture: 1. enhances Employee Ambidexterity and Level of Engagement; 2. improves employees' contributions to OA, OMIs and SMEs' growth; 3. optimises the internal capabilities of SMEs in order to promote their sustainable growth; 4. enables SMEs to search for new market opportunities and strengthen current market positions concurrently; and 5. promotes viable Manufacturing and Service SMEs that are needed to offset the prevalent public sector job losses. A framework that relates: Individual and Organisational Ambidexterity; Organisational and Marketing Innovations capabilities; and Organisational Performance, has been identified in this study. While Marketing Innovation capability and Exploitative Orientation of Ambidexterity target the short term organisational benefits, Organisational Innovation capability and Explorative Orientation of Ambidexterity address the long term competitive advantage of the organisations. Besides advancing literature on the study of Organisational Ambidexterity by combining the individual level of analysis with the organisational level of analysis, this study identifies frameworks that promote effective innovation and sustainable organisational performance through shop floor employees' contributions to Organisational Ambidexterity and OMIs in SMEs. Outcomes of this research have been eye-openers for the case organisations on how to optimally utilise their resources (people, materials, knowledge, technology and other assets) to achieve sustainable growth and long term success.

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34

Gurd, Bruce. "Activity based costing in its organisational context /." Title page, table of contents and abstract only, 1999. http://web4.library.adelaide.edu.au/theses/09PH/09phg978.pdf.

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35

Baptista, Joao M. N. de M. ""An organisation gets the intranet it deserves" : institutionalisation as a process of interplay between technology and its organisational context of use." Thesis, London School of Economics and Political Science (University of London), 2008. http://etheses.lse.ac.uk/2748/.

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This study contributes to the IS literature with a distinctive explanation of the process of institutionalisation of technology in organizations. The research analyses the role of micro level processes of interplay in embedding an intranet in the formal functioning of an organisation and in the habits and routines of its employees. Findings identify two types of processes of interplay underpinning this process of institutionalisation. The first operates at the level of constitutive expectations and refers to mutual changes to the governance, policy and control mechanisms which foster the perception that the intranet is part of the expected formal functioning of the organisation. The second operates at the level of background expectations and refers to mutual changes that make the intranet look more familiar, functional and easier to use, fostering its embedding in the routines and habits of the employees. The study unravels processes of mutual transformation to an intranet and its hosting organisation, a bank in the UK, by following their evolution over a period of five years. It uses the single longitudinal case study research strategy and is informed by Markus (1983) to support the longitudinal reconstruction of the intranet in the bank. Institutional-based trust theory (Zucker 1986) is used to inform the interpretation of data. This theory is enhanced by the work of Schutz (1962) in developing the concept of background expectations and Garfinkel (1967) in developing the concept of constitutive expectations. The study aims to motivate more research on institutionalisation as a micro level process of ongoing interplay and gradual development of institutionalised behaviour.

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36

Bageac, Daniel. "L'innovation ouverte dans un contexte organisationnel." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1065.

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Notre recherche étudie les modifications dans la structure de l’entreprise occasionnées par la mise en œuvre de l’innovation ouverte. Plus précisément, nous nous intéressons aux modifications qui ont lieu dans la structure organisationnelle profonde et formelle de l’entreprise. Nous étudions ces modifications en mobilisant des données primaires (entretiens semi-directifs) et secondaires (rapports annuels et articles de presse) issues de neuf entreprises. Les résultats consistent en une nouvelle définition de l’innovation ouverte entrante, en un modèle contingent de l’innovation ouverte au niveau de l’entreprise et en une compréhension approfondie des modifications observées dans la structure organisationnelle profonde et formelle. La définition de l’innovation ouverte que nous proposons insiste sur trois aspects importants : l’intégration de l’ouverture dans la stratégie de l’entreprise en matière d’innovation, le caractère fréquent des collaborations et le caractère systématique de celles-ci
This thesis studies the changes in the organizational structure determined by the implementation of open innovation. Specifically, we consider the changes in the deep and formal structure of a firm. We study these changes in nine firms by using primary data collected through semi-structured interviews and secondary data consisting of firms’ annual reports and journal articles. Our results consist of a new definition of inbound open innovation, a proposition of a contingency model of open innovation at firm level and a deep understanding of the way open innovation impacts the firm. The definition of inbound open innovation we propose emphasizes three main aspects : the integration the openness of innovation into the firm’s formal innovation strategy and the systematic and frequent use of collaborations with various actors in the innovation process

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37

Charbonnier-Voirin, Audrey. "La dimension humaine de l'entreprise agile : rôle du management des ressources humaines sur la performance individuelle au travail dans un contexte d''agilité." Toulouse 1, 2008. http://www.theses.fr/2008TOU10036.

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En s'appuyant sur le modèle théorique de l'entreprise agile, cette recherche s'intéresse à l'influence des pratiques organisationnelles et managériales sur la performance individuelle au travail dans un environnement en mutation. En adoptant dans un premier temps une démarche qualitative, nous nous proposons de clarifier les pratiques de l'entreprise agile afin d'opérationnaliser le construit. Lors de cette phase, nous nous concentrons plus particulièrement sur les composantes de sa dimension humaine, c'est à dire les pratiques de gestion des ressources humaines ainsi que les comportements attendus de la part de des collaborateurs et des managers. Dans un second temps, l'étude quantitative nous permet d'examiner l'interaction entre les pratiques organisationnelles, notamment de GRH, et les pratiques managériales de l'entreprise agile sur la performance contextuelle et adaptative des collaborateurs. Nos résultats permettent de vérifier l'hypothèse de l'influence déterminante du leadership transformationnel sur la performance au travail. En outre, les tests réalisés tendent à montrer que les pratiques managériales étudiées (le leadership transformationnel, l'empowerment pratiqué par le manager, le soutien du supérieur) interagissent sur les comportements au travail des collaborateurs selon un processus séquentiel complexe. Nos résultats montrent également que les pratiques organisationnelles renforcent l'impact des pratiques managériales sur la performance individuelle au travail. Ils suggèrent notamment l'importance d'un nécessaire ajustement entre ces deux niveaux pour influencer positivement les comportements au travail valorisés dans un contexte de changement
Based on the theorical model of the agile organization, this research focused on the impact of organizational and managerial practices on individual performance in a challenging environment. Following a qualitative approach, we first clarified agile practices in order to propose an operationalization of agility construct. During this step, we were specifically interested on the components of its human dimension: human resources practices and behaviors expected from employees and managers. Then, a field survey study aimed to determine the interaction between managerial and organizational practices of the agile company (including HRM practices) on contextual and adaptive performance. Our results supported that transformational leadership is an important factor of job performance. In addition, our findings showed that managerial practices (transformational leadership, managerial empowerment and supervisor support) interact in their impact on employees’ work behaviors according to a complex sequential process. Our results also showed that organizational practices enhance the impact of managerial practices on individual work performance. They suggested the importance of a necessary fit between these levels to positively influence work behaviors recovery in a context of change

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38

Camus, Bruno. "L'adaptation des organisations par l'apprentissage collectif : un modele de processus d'apprentissage organisationnel dans le context de la distribution - vente automobile." Thesis, Lancaster University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340521.

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39

Steyn, Natasha. "Exploring experiential learning in the context of organisational competitiveness." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64822.

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Organisational competitiveness is a challenge to achieve and sustain in a complex business environment that is changing rapidly, constantly and unpredictably. The best leaders are agile enough to anticipate and respond to change, and are able to actively create competitive advantage which changes the business environment. Human capital development has been identified as one of the least replicable and most sustainable competitive advantages at the disposal of firms. This aim of this research was to seek insights into experiential learning and the potential implications that investment into experiential learning could have on organisational competitiveness. Purposive and snowball sampling methodology was used in this study. Seven semi-structured interviews were held with participants from the field of learning and development, and data gathered was analysed using thematic analysis. The research found that (i) a robust process of developing learning frameworks is required for deliberate human capital development (ii) outputs from learning interventions can be maximized through customisation, and finally (iii) experiential learning is required to generate competitive advantage because it transforms information into the critical thinking skills required for problem solving rather than knowledge transfer. A combination of these findings would empower management to actively shape organisational competitiveness.
Mini Dissertation (MBA)--University of Pretoria, 2017.
pa2018
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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40

Donald, Ian J. "Office evaluation and its organisational context: a facet study." Thesis, Aston University, 1987. http://publications.aston.ac.uk/12314/.

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41

Owen, Karen, and n/a. "Managing interorganisational relationships an in-depth study in a hospital context." Swinburne University of Technology, 2005. http://adt.lib.swin.edu.au./public/adt-VSWT20061206.115448.

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Can interorganisational relationships be managed for effective functioning? This is the problem investigated in this research. Organisations world-wide are adopting co-operative relationships with other organisations. These interorganisational relationships are viewed as a way to enhance their own business performance (Williamson 1985, 1991; Dyer 1997; Gulati 1998; Barringer & Harrison 2000; Das & Teng 2000; Quinn 2000; Stuart 2000; Johnson, Korsgaard & Sapienza 2002). Despite this, the success rate for interorganisational relationships is not high (Hutt, Stafford, Walker & Reingen 2000; Quinn 2000; Hitt, Ireland & Vaidyanath 2002) with many of them failing to achieve their objectives. Understanding how to manage these boundary-spanning arrangements is important to realising the objectives of the business strategy. The research setting is a large private hospital in Australia. It works with a network of external service organisations that provide the Hospital with a range of clinical and non-clinical support services including: Diagnostic Imaging, Pathology Pharmacy, Food Services, Environmental Services, and Human Resources support. This research explores how these different relationships were managed in their operating period: 1998 to 2002. It reveals the dynamic and often ad hoc way, in which managers made sense of the collaborative service context, and how managers influenced the process of interorganisational relationship formation. Extant research about interorganisational relationships comes from a variety of fields. For this research it is most relevant to draw from the research fields of organisational theory, organisation behaviour, sociology, psychology and management. These fields contribute findings that provide useful knowledge upon which to build further understanding about how managers contribute to construct interorganisational relationships functioning (Ring & Van de Ven 1992, 1994; Walsh 1995; Chikudate 1999a, 1999b; Boddy, Macbeth & Wagner 2000; Hutt, Stafford, Walker & Reingen 2000; Lasker, Weiss & Miller 2001). This research uses an interpretivist methodology that enables the researcher to explore the dynamic nature of the Manager's sense-making in the construction of six interorganisational relationships. For the purposes of this research, interorganisational relationships are defined as new structures that emerge through the social interaction of actors involved in shared service delivery. The collaborative context of interorganisational relationships stimulates managers' sense-making by challenging institutionalised ways of behaving. This sensemaking process builds new knowledge stores and contributes to emerging, new management routines. The process is transformative and enables the emergence of interorganisational relationships. It emerges from this research that managers take cues from their context. These cues are used to interpret and make assessments that enable decisions about those actions that they take to construct the interorganisational relationships. A manager's processing of contextual cues, through interpretive frames and dispositional sense-making filters, is an inter-subjective, socially constructive process. The 'self' is a dimensional influence in the managers' sense-making and management behaviours and is implicated through the notion of contextual interpretive frames and dispositional sense-making filters. A model of interorganisational relationship management as a transformational process is developed. The association between contextual influences and managers' behaviours will raise awareness for professional practitioners of the challenges involved in managing across organisational boundaries and in turn, may contribute to more successful implementation of interorganisational business relationships.

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42

Fernandez, Virginie. "L’émergence de la compétence collective en contextes extrêmes. Le cas des équipes de secours en montagne." Thesis, Université Côte d'Azur, 2020. http://www.theses.fr/2020COAZ0012.

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Contextes risqués, d’urgence ou disruptifs sont autant de qualificatifs employés pour les contextes dits « extrêmes » que l’on caractérise habituellement par l’incertitude, la pression temporelle et la présence de risques et/ou de dangers. Nombre d’auteurs et de praticiens estiment qu’ils sont désormais devenus les nouvelles conditions de normalité pour nombre d’organisations. Les premiers travaux ayant inspiré ces recherches considèrent que les accidents sont inéluctables alors que d’autres, comme ceux portant sur les organisations hautement fiables (porte-avions militaires, pompiers professionnels) montrent que certaines organisations travaillant dans de tels contextes opèrent durablement sans accident majeur. Ces dernières mettent notamment en avant le travail d’équipe : celui des équipes dites « d’action extrême ». Elles ont la particularité d’être constituées d’un petit nombre de personnes détentrices d’expertises hétérogènes et d’être immergées dans des environnements risqués pour atteindre les objectifs qui leur sont assignés. L’un des enjeux majeurs pour de telles équipes est de pouvoir atteindre leurs objectifs tout en préservant leur intégrité, ce qui soulève la question de leur capacité à travailler de concert. Pour y répondre, nous avons puisé dans le champ des ressources humaines, en nous intéressant à la compétence collective. En effet, cette thématique connaît un développement constant, essentiellement depuis le milieu des années 2000. Les travaux francophones et anglophones en la matière sont assez complémentaires sans pour autant dialoguer les uns avec les autres. Les premiers sont plutôt centrés sur les composants et les conditions d’émergence de la compétence collective, alors que les seconds identifient les leviers de performance du travail d’équipe. Ces deux champs de recherche mettent en relief le rôle que jouent la coordination, implicite et explicite, entre les acteurs, les pratiques de communication ainsi que certains leviers traditionnels de gestion des ressources humaines (formation, recrutement, rémunération et évaluation) dans la construction de cette capacité à agir collectivement. Ils permettent la combinaison des expertises individuelles nécessaires à la réalisation de la mission à réaliser. Ils soutiennent également la progression vers l’objectif en habilitant les adaptations nécessaires liées aux évolutions de la mission de l’environnement naturel. À partir de ces littératures et d’un cas unique, notre thèse examine la compétence collective nécessaire à la réussite et à la fiabilité des équipes d’action extrême. Cette recherche a été menée au travers de l’étude d’une unité d’élite de secours en montagne, le Peloton de Gendarmerie de Haute Montagne (PGHM) de Chamonix. Ces équipes sont des équipes d’action extrême dont la mission est de porter secours à des randonneurs et des alpinistes, dans le milieu hostile qu’est la montagne. Les entretiens et observations que nous avons menés auprès du PGHM ainsi qu’auprès des Forces Aériennes de Gendarmerie nous ont permis de comprendre comment se construit et se maintient la compétence collective de ces équipes d’action, garantissant à la fois la sécurité des membres de l’équipe et la réussite des opérations de secours en montagne
Risky, emergency or disruptive contexts are all qualifiers used for so-called "extreme" contexts that are usually characterized by uncertainty, time pressure and the presence of risks and / or dangers. Many authors and practitioners believe that they have now become the new normal for many organizations. The first studies that inspired this research consider that accidents are inevitable while others, such as those involving high reliability organizations (military aircraft carriers, professional firefighters) show that some organizations sustain their operation without major accidents, despite working in these contexts. They heavily rely on teamwork: the so-called "extreme action" teams. They are made up of a small number of people with heterogeneous expertise and being immersed in risky environments to achieve the objectives assigned to them. One of the major challenges for such teams is to be able to achieve their goals while preserving their integrity, which raises the question of their ability to work together. To answer it, we drew on the field of human resources, focusing on collective competence. In fact, this theme has undergone constant development, mainly since the mid-2000s. French and English research in this area are quite complementary without necessarily engaging in dialogue with each other. The first are rather focused on the components and conditions for the emergence of collective competence, while the second identifies the performance levers of teamwork. These two fields of research highlight the role played by coordination, implicit and explicit, between actors, communication practices as well as certain traditional levers of human resources management (training, recruitment, remuneration and evaluation) in the construction of this ability to act collectively. They allow the combination of individual expertise necessary for the achievement of the mission to be carried out. They also support progress toward the goal by enabling necessary adaptations related to changes in the mission or in the natural environment. Drawing on these literatures and relying on a single case, our thesis examines the collective competence necessary for the success and reliability of extreme action teams. This research was carried out through the study of an elite mountain rescue unit, the Peloton de Gendarmerie de Haute Montagne (PGHM) in Chamonix. These teams are extreme action teams whose mission is to rescue hikers and mountaineers in the hostile mountain environment. The interviews and observations that we conducted with the PGHM as well as with the Forces Aériennes de Gendarmerie allowed us to understand how the collective competence of these action teams is built and maintained, ensuring both the safety of the members of the the team and the success of mountain rescue operations

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43

Zalani, Gholam Hossein Salehi. "Examining the relationship of learning organisation characteristics, employees' satisfaction, organisational commitment, and customer satisfaction in the context of health insurance organisastions of Iran." Thesis, Keele University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.545762.

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44

Erayja, Salem Ali S. "ICT activism in authoritarian regimes : organisation, mobilisation and contexts." Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/16292/.

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The world has witnessed many contentious political situations in recent years, such as the Arab Spring, in which information and communication technologies (ICT) have arguably played a critical role. Although there is wide scholarly agreement that ICT enable fast and low cost activism, their role in creating significant changes offline remains ambiguous. The research to date has focused on a more democratic context; however, in non-democratic contexts, the political and social environment is critically different, which could influence social movements’ use of ICT and their impact. Therefore, online activism in an Arab authoritarian context requires further empirical investigations. Based on 30 semi-structured interviews with activists from six insider and outsider groups, this thesis investigates the role of ICT in the socio-political context of Saudi Arabia, focussing on movements’ activities concerning formation, organisation and mobilisation. It has been found that the socio-political context is critical in shaping both constraints and opportunities for movements’ activities. The repressive political system, the power of religion and social traditions can act as constraints on activism. However, ICT offer significant platforms that enable activists to challenge the reality of the context and turn such constraints into opportunities. The thesis introduces the LOAF model to explain the six stages of progression for online activism formation. In addition, I argue that the decentralised organisational structure of outsider movements, along with the new form of rotated leadership online, can be understood as a strategic response to the repressive context. Insider movements, as less repressed groups, tend to form their organisation in a more bureaucratic way. ICT effectively facilitate activists with an alternative mobilisation tool to recruit elites, raise awareness and challenge the public’s cultural and political understandings. Finally, I conclude that in order to reach more nuanced conclusions, social movement research should consider both the nature of the socio-political environment (authoritarian or otherwise), and the stage of formation that the investigated movement has achieved.

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45

Gwashure, Isidore. "Organisational performance in the context of Zimbabwe : an analysis of the impact of contextual factors on form, behaviour and performance of organisations in Zimbabwe." Thesis, City University London, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.367324.

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46

Sassoon, David. "The effects of authentic leadership and a positive organisational context." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/26039.

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This research concerns itself with the effects of authentic leadership and a positive organisational context. Gardner, Avolio, Luthans, May and Walumbwa’s (2005) authentic leader and follower development model suggests that authentic leadership within a positive organisational context leads to increased authentic followership, which in turn influences positive follower outcomes, and finally leads to sustainable and veritable organisational performance. A research contextual framework, based on Gardner et al.’s (2005) model, is developed with one significant change being the repositioning of a positive organisational context as a relatively more significant construct in the development of authentic followership. The research contextual framework and in particular the correlations between the various constructs are tested. This is performed through a quantitative study based on the completion of a research questionnaire by employees at four South African based services companies. In addition to a general testing of the various correlations, the role of a positive organisational context is specifically investigated in order to shed light on which model better reflects the authentic leadership development process: Gardner et al.’s (2005) model or the research contextual framework. It is also intended that this research will provide insights into whether general authentic leadership theory can be generalised to a South African context. Copyright
Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted

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47

Aghila, Elarabi Ahmed. "Job satisfaction and work commitment in the context of Libya." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322019.

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48

Kieffer, Bob. "L'Organisation mondiale du commerce et l'évolution du droit international public : regards croisés sur le droit et la gouvernance dans le contexte de la mondialisation." Université Robert Schuman (Strasbourg) (1971-2008), 2006. http://www.theses.fr/2006STR30012.

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Jadis centré sur l'Etat, le droit international public se transforme progressivement en un droit commun de la mondialisation. L'OMC vient bousculer la configuration de la matrice institutionnelle internationale, articulée autour de l'ONU. Dotée d'un mécanisme de règlement des différends inédit, elle est susceptible d'infléchir le développement de l'ensemble du droit international. Contribue-t-elle à l'accélération de ses fragmentations matérielles et institutionnelles, ou est-elle au contraire le vecteur d'une plus grande cohérence? Imposera-t-elle la logique marchande comme seule référence de la gouvernance mondiale, ou se plie-t-elle aux préceptes du développement humain durable? Les grilles de lecture convenues ne permettent pas de saisir une évolution oscillante entre des pôles contradictoires. La compréhension des changements induits par la mondialisation exige une approche holistique du droit et de la gouvernance. L'OMC se présente comme un point de repère idéal
Formerly centered on the State, international public law is gradually transforming into a common law of globalization. The WTO comes to hustle the configuration of the international institutional matrix, articulated around the United nations. Equipped with an unprecedented dispute settlement mechanism, it has the means to inflect the development of all branches of public international law. Does it contribute to the acceleration of international law's material and institutional fragmentations, or is it on the contrary the vector of a greater coherence? Will the WTO impose a commercial approach to global governance, allow us to seize the evolution of an international law oscillating between contradictions. The comprehension of the changes induced by globalization requires a holistic approach of law and governance. In such an endeavor, the WTO presents itself as an ideal benchmark

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49

Sawers, Andrew Campbell. "The Effects of Perceived Supervisor Support, Organisational Justice and Change Management Strategies in the Context of Organisational Restructuring." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5324.

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This study sought to further our understanding of the antecedents of employee perceptions of organisational justice in the context of organisational restructuring. As such, this study focussed on the previously under-researched change management practices of support for downsizing victims and organisational communication quality, and the similarly under-researched organisational justice dimensions of interpersonal and informational justice, while also hypothesising a moderating effect of perceived supervisor support between these two sets of variables. Using an online survey, a total of 234 employees from a large New Zealand organisation in the Education sector were invited to participate in the study, with 71 volunteering to complete the online survey. The results showed no moderating effects of perceived supervisor support, but did show strong, significant main effects of victim support and communication quality on both interpersonal and informational justice. These findings highlight the importance of change management practices in maximising positive outcomes post-restructuring for the organisation and its employees.

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50

Malaika, Abdulaziz M. "Management characteristics and organisation context in Saudi Arabia." Thesis, Loughborough University, 1993. https://dspace.lboro.ac.uk/2134/7298.

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The purpose of this research was to compare the characteristics of both Western and Saudi senior management in Saudi Arabian business organisations. The author investigated management characteristics, and the differences between Saudi and Western managers in their styles and management practices. In addition, he investigated the underlying causes of ineffective management and ineffective organisational context and systems in Saudi Arabia. Some sources have claimed that Saudi managers are ineffective in their management styles. Yet no effort was made by these sources to compare Saudi and non-Saudi managers. In addition, no study has been made to compare non-government and government business corporations. Also, little has been said elsewhere regarding the social and organisational environments and their effects/impacts on both management and corporations. The present study has attempted to do this. Difficulties in developing management and organisation have arisen because of Saudi Arabia's rapid development from a traditional society towards industrialisation and modernisation. Field research was conducted in several cities of Saudi Arabia from June 1989 to August 1991. Methods of eliciting data included questionnaires and interviews. Data-processing was done by Loughborough University of Technology computer centre. The author found that most Saudi managers lack effective skills and relevant knowledge. They were autocratic, exhibiting an authoritarian style for their personal interests, yet demonstrating people-concern for keeping subordinates happy. By contrast Western managers were high short term task-oriented, with low people-concern, but were strongly influenced by the Saudi Arabian environment. Recommendations for change or improvement may be topics worthy for further study.

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